Manager, Global Time Off & Leave ProgramsLocation: Toronto or Miami
Employment Type: Permanent
Compensation: $150,000 base + bonus
Reporting to the Director, Pension, Benefits & Wellbeing, this role will own the time off and leave policy framework for the corporate population, while serving as the primary point of coordination and subject matter expertise for time off and leave policy changes impacting properties globally.
The Manager will partner closely with People & Culture, Technology, and other stakeholders to translate policy and business requirements into clear, actionable system requirements. The ideal candidate combines strong knowledge of leave and time off programs with an understanding of how HR policies are operationalized within enterprise HR technology, particularly Workday.
Key Responsibilities - Own and maintain corporate time off and leave policies, ensuring programs remain competitive, compliant, operationally effective, and aligned with the broader Total Rewards philosophy
- Monitor legislative, regulatory, and market developments impacting time off and leave programs and recommend policy changes where appropriate
- Lead the development, review, and implementation of corporate time off and leave policy changes in partnership with People & Culture, Legal, Payroll, and Technology
- Serve as the primary intake and coordination point for global time off and leave project requests from properties and corporate teams
- Review and assess requests for changes to existing plans, including those resulting from collective bargaining agreements, legislative requirements, policy changes, new property openings, and other business needs
- Translate policy and business requirements into clear functional requirements for Technology and HRIS partners
- Manage the end-to-end lifecycle of requests, from intake and requirements gathering through prioritization, testing, implementation, and post-implementation validation
- Partner with property and regional People & Culture teams to understand requirements, challenge assumptions where appropriate, and identify opportunities for greater consistency
- Support implementation of time off and leave programs for new hotel and resort openings globally
- Review collective bargaining agreement provisions affecting vacation, sick leave, statutory leaves, and other time off programs and determine implications for existing plans and system design
- Develop and maintain governance standards, documentation, and an inventory of global time off and leave plans
- Identify opportunities to simplify and harmonize plans while balancing local legislative, collective bargaining, and business requirements
- Coordinate user acceptance testing and validate that delivered solutions accurately reflect approved policy requirements
- Monitor request volumes, aging, recurring issues, and implementation trends, providing reporting and insights to leadership
- Partner with Technology teams to prioritize the time off and leave change backlog and ensure visibility into status, dependencies, and timelines
- Provide subject matter expertise and guidance to corporate, regional, and property People & Culture partners on the interpretation and operational administration of time off and leave programs
- Support broader global benefits and wellbeing initiatives and projects as required
Qualifications - 5+ years of progressive experience in Total Rewards, Benefits, HR Operations, HRIS, or a related discipline, with meaningful experience supporting time off and/or leave programs
- Strong knowledge of vacation, paid time off (PTO), sick leave, statutory leave, and other absence management programs
- Experience developing, implementing, maintaining, or governing corporate time off and leave policies, preferably across multiple jurisdictions
- Experience interpreting HR policies, collective bargaining agreements, and/or legislative requirements and translating them into effective operational processes and system requirements
- Working knowledge of Workday Absence Management or a comparable enterprise HR platform; hands-on Workday configuration experience is an asset but not required
- Experience managing high-volume intake, case management, or ticket-based workflows
- Experience working within a complex, global, multi-location, or highly regulated environment strongly preferred
- Hospitality experience is an asset but not required
Who You Are - Skilled collaborator who can gather requirements and effectively translate needs between HR policy owners, operational teams, and technical partners
- Highly organized with strong project management capabilities and the ability to manage multiple priorities and concurrent initiatives across diverse jurisdictions
- Detail-oriented with sound judgment and the ability to assess policy impacts, operational risks, and system implications
- Effective stakeholder manager who can build credibility and influence across functions, geographies, and all levels of the organization
- Proactive problem solver who thrives in navigating complexity and driving process improvements that enhance the employee experience
- Strong communicator who can clearly convey complex information and facilitate alignment among diverse stakeholder groups
To support a fair and efficient hiring process, we may use AI-assisted tools for tasks such as scheduling, note-taking, candidate communications, and assisting our team with aspects of candidate evaluation. These tools are used to
support our recruiters and hiring managers, not replace them. All hiring decisions are made by people, who review and assess candidates using their professional judgment. If you have any questions about how we use AI in our hiring process, we're happy to discuss.
